The job interview is the key moment in the recruitment process. This white paper explores the different interview techniques (structured, behavioral, STAR method) and the legal obligations that govern candidate selection to avoid discrimination and make the best recruitment decisions.
Subject
How can you prepare an objective and structured interview guide to reduce cognitive biases? What is the difference between a behavioral interview and a situational interview? Which questions are prohibited by law (civil status, religion, health, family situation)? How can you reliably assess soft skills? This white paper provides concrete tools for managers and HR teams conducting recruitment interviews.
Key points to remember
- Structured interviews (identical questions for all candidates) reduce cognitive biases and improve the predictive reliability of selection.
- STAR method (Situation, Task, Action, Result): the reference technique for assessing behavioral skills in real-life situations
- Discriminatory questions are strictly prohibited: health status, religion, sexual orientation, origin, family situation, pregnancy
- GDPR obligation: retain interview notes and CVs for a maximum of 2 years in case of litigation.